LEADERSHIP DEVELOPMENT TOPICS:

Because Chally is so scientific and metrics based, it gives you the answer. Results include scores by skill, motivators by individual or how will they fit with the organization, and a specific validity score that measures the person’s candidness and willingness to admit limitations. When Chally gives you a score or recommendation, it can sometimes be misunderstood and cause people to jump to conclusions or fight the results. Why?

Chally is counter-intuitive to traditional organizational development thinking. Let’s explore some of these myths.

The training industry: For years, the training industry has told us that we can train anyone to be good at anything. “If you just take this class, you can be good at any job or at any skill.” While training is important and it gives you models and techniques to improve your abilities, it is pretty obvious that not everyone can do everything. Just attending a class isn’t going to make you successful in a specific role.

Competency consultants: They will tell you that you have to start with a laundry list of competencies. While it’s important to truly understand the skills necessary to be successful in a specific role, it’s more important to know which skills are predictive of success in that role. Only Chally identifies these position-specific predictive skills. For example, a positive attitude may be important to the job, but if both poor performers and top performers have a positive attitude, then positive attitude can not be used as a measure of those who might become top performers.

Other assessment companies focus specifically on stylistic issues. In other words, everyone has something to contribute to the organization. Again, determining one’s style is necessary when looking for leaders. It is more important, however, to gain an understanding of an individual’s strengths. Not any one person can be extremely successful in every role.

There are some careers built on myths. The high-potentials - they’ve always been able to move up quickly within the organization and they believe that they have the talent, the intelligence, and the ability to do any job. While that may be true in lower levels of the organization, as high potentials move up within the organization, they will ultimately hit a level where they are no longer able to do every job well. Some jobs, particularly at the highest levels of an organization, are very specific and require specific skill sets. It’s important to place high-potentials in roles where they are going to be successful.

Management will tell you “we have to find a superstar.” If you could make an organization just of superstars, think of how successful you would be. It’s great to find a superstar, but there are not that many of them out there. Chally will help you identify those individuals who are predicted to be successful in the role. If you could build a team of just successful people, how much further could you get than your competitors who are constantly looking for that elusive superstar?

Finally, Human Resources will tell you there is no tool that can quantify skill potential and fit. While that may have been true in the past, Chally is able to predictively identify an individual’s skill potential and specific motivators that indicate a fit with the organization.